regarded as disabled employment discrimination claims...

"Regarded as Disabled" Employment

Discrimination Claims Under the ADAInteractive Process, Reasonable Accommodation, Management Training and More

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TUESDAY, JANUARY 22, 2019

Presenting a live 90-minute webinar with interactive Q&A

Matthew P. Horvitz, Counsel, Goulston & Storrs, Boston

James B. Sherman, Shareholder, Wessels Sherman Joerg Liszka Laverty, Minneapolis

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“Regarded as Disabled”

Employment Discrimination

Claims Under the ADA

Presented by: James B. Sherman, Esq.

Wessels Sherman Joerg Liszka Laverty Seneczko P.C.

900 Shelard Parkway, Suite 310

Phone: (952) 746-1700

E-mail: [email protected]

January 22, 2019

A Strafford Webinar

BASICS OF THE AMERICANS WITH

DISABILITIES ACT (ADA)

A. The ADA covers employees or applicants with a“disability,” defined as:

1. A physical or mental impairment thatsubstantially limits one or more of the major lifeactivities of such individual;

2. A record of such an impairment; or

3. Being regarded as having such an impairment.

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DISABILITIES ACT (ADA)

B. The ADA prohibits discrimination against qualifiedindividuals with a disability, including:

1. Adversely affecting status/opportunities ofemployees/applicants because of their disability;

2. Failing to reasonably accommodate the knownphysical/mental limitations of an applicant oremployee;

3. Excluding/denying jobs/benefits because of theknown disability of someone with whom andapplicant/employee is known to have arelationship (e.g., a spouse);

4. Harassment based on disability;

5. Retaliation. 7


DISABILITIES ACT AMENDMENTS ACT (ADAAA)

A. The ADAAA greatly expanded the definition of thosewho may qualify as “disabled” by redefining “majorlife activities” to include many activities previouslyrejected by the courts:

1. Caring for oneself; performing manual tasks; seeing;hearing; eating; sleeping; walking; standing; lifting;bending; speaking; breathing; learning; reading;concentrating; thinking; communicating and working.

2. Operation of major bodily functions, including but notlimited to, functions of the immune system; normal cellgrowth; digestive; bowel; bladder; neurological; brain;respiratory; circulatory; endocrine and reproductivefunctions.

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B. The ADAAA greatly expanded the definition ofthose who may qualify as “disabled” by redefining“substantially limits”:

1. Excludes consideration of the “ameliorative effects ofmitigating measures” (except eyeglasses).

2. An impairment need only substantially limit one major lifeactivity and not any others.

3. An impairment that is episodic or in remission is a“disability” under the ADA if it would substantially limitlife activity when active.

4. Catch-All Provision: “Substantially limits” shall beinterpreted consistent with the findings and purpose ofthe ADAAA.

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DISABILITIES ACT AMENDMENTS ACT (ADAAA)C. The ADAAA greatly expanded coverage for

individuals “regarded as” disabled:

“An individual meets the requirement of being “regardedas” disabled if he or she has been subjected to an actionprohibited by the ADA because of an actual or perceivedphysical or mental impairment whether or not theimpairment limits or is perceived to limit a major lifeactivity.”

1. The “regarded as” prong of the definition of disabilitydoes not apply to impairments that are both“transitory” (“actual or expected duration of 6 monthsor less”) and “minor.”

2. While employers may not discriminate against anindividual who is “regarded as” disabled, employersneed not provide reasonable accommodation to suchindividuals.

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Cases holding that employers are not required to provide a

reasonable accommodation to a “regarded as” individual:

1. Finan v. Good Earth Tools, Inc., 565 F.3d 1076 (8th Cir. 2009)

• “Good Earth is correct that an employee who is ‘regarded as

disabled’ is not entitled to a reasonable accommodation.”

2. Weber v. Strippit, Inc. 186 F.3d 907, 916-17 (8th Cir. 1999)

• “Imposing liability on employers who fail to accommodate

non-disabled employees who are simply regarded as

disabled would lead to bizarre results.”

3. Kiniropolous v. Northampton Cnty. Child Welfare Serv., 606

Fed.Appx. 639 (3rd Cir. 2015)

• “Kiniropoulos was not entitled to a reasonable

accommodation because he alleges that he was ‘regarded

as’ having an impairment, not that he had such an

impairment.” 11

THE EEOC’S INTERPRETIVE REGULATIONS

A. The EEOC’s final regulations elaborate on theADAAA’s statutory list of “major life activities” byadding the following tasks and functions:

1. Sitting, reaching and interacting with others.

2. Special sense organs and skin, genitourinary, hemic,lymphatic and musculoskeletal. The operation of a majorbodily function includes the operation of an individualorgan within a body system.

3. The term “major” in the phrase of “major life activities” isnot determined by reference to what is of centralimportance to daily life.

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B. The EEOC regulations provide that“condition, manner or duration” may berelevant to determine whether an individualis substantially limited in a major lifeactivity.

1. Condition: Condition under which the individualperforms the major life activity.

2. Manner: Manner in which the individualperforms the major life activity.

3. Duration: The time it takes the individual toperform the major life activity or how long theindividual can perform the major life activity.

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C. Condition, manner or duration. (continued)

1. Condition, manner or duration may includeconsideration of the following:

a. Difficulty, effort or time.

b. Pain experienced.

c. Length of time.

d. The way an impairment affects operation of a majorbodily function.

2. The focus is on how a major life activity issubstantially limited, not on what outcome theindividual can achieve.

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D. Workplace policies/decisions that may constituteunlawful discrimination on the basis of disability:

1. Recruitment, advertising and job application procedures;

2. Hiring, upgrading, promotion, award of tenure, demotion,transfer, layoff, termination, right of return from layoff andrehiring;

3. Rates of pay or any other form of compensation andchanges in compensation;

4. Job assignments, job classifications, organizationalstructures, position descriptions, lines of progression andseniority lists;

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D. Continued - Workplace policies/decisions that mayconstitute unlawful discrimination on the basis ofdisability:

5. Leaves of absence, sick leave or any other leave;

6. Fringe benefits available by virtue of employment,whether or not administered by the covered entity;

7. Selection and financial support for training;

8. Activities sponsored by a covered entity, including socialand recreational programs; and

9. Any other term, condition or privilege of employment.

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E. The EEOC regulations provide, with respect to

persons “regarded as” disabled:

1. Essentially, proof that a person was not selected for

any job, was demoted, terminated or denied any other

term or privilege of employment, based on any actual

or perceived physical or mental impairment = unlawful

discrimination.

2. The employee or applicant need not show that the

employer perceived the impairment to pose any

substantial limitations, only that it led to an adverse

employment action. This is huge!

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E. Continued - The EEOC regulations provide, with

respect to persons “regarded as” disabled:

3. Employer actions based on a symptom of an

impairment.

4. Employer actions based on employee’s use of

medication or other mitigating measures.

5. Employer Tests or Qualification Standards that tend to

screen out individuals in these regards are unlawful

unless shown to be job related for the position in

question and consistent with business necessity.

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WHAT DOES THIS MEAN FOR EMPLOYERS?

A. Potentially four times as many individuals are now“disabled” under the first two ADA definitions.

B. Litigation will focus on whether violations occurred, not onwhether the plaintiffs are disabled and have rights underthe ADA.

C. By including the determination of whether an individual is“disabled” such things as organ function; time, mannerand duration; or even pain level experienced by someonewho is performing their job, many or most disabledindividuals at least initially will be unknown to employers.

D. By defining major life activities to include such things asinteracting with others, or working, many disabledindividuals will first become known to employers throughperformance issues.

E. In view of the ADAAA’s mandate to courts to construe theADA in favor of broad coverage, when in doubt assume anindividual is “disabled.”

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WHAT DOES THIS MEAN FOR EMPLOYERS?

F. “Regarded as” disability claims are now available toindividuals who are adversely affected by any employmentpolicy or decision that is based on their actual or perceivedphysical or mental impairment.

1. Plaintiffs may challenge any decision/policy that adverselyaffects their terms and conditions of employment as being“based on” an actual or perceived physical/mentalimpairment.

2. The impairment need not even exist, so long as it is“perceived to exist” by the employer.

3. Affirmative Defense = if both of the following can beproven:

a. Condition is “transitory” (expected to last 6 months orless); and

b. “Minor” (not defined, but congressional comments inthe legislative history use examples such as colds/flu).

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“REGARDED AS” COURT DECISIONS

1. Cannon v. Jacobs Field Service. N. Am., 813 F.3d

586 (5th Cir. 2016)

• Cannon was offered a job as a field engineer at a mining site

but the offer was rescinded after his doctor cleared him to

work, subject to accommodations for a preexisting rotator

cuff injury.

• Under the ADAAA, evidence of JFS’s belief that Cannon’s

injury resulted in substantial impairment, even if mistaken,

supports a claim that Cannon was “regarded as” disabled.

The revised standard only requires that adverse action be

based on the employer’s perception that an employee

suffers a physical or mental impairment.

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“REGARDED AS” COURT DECISIONS

2. Nunies v. HIE Holdings, Inc., 508 F.3d 428 (9th Cir. 2018)

• After reporting chronic shoulder pain Nunies alleged that his

employer, HIE made him resign. In addition to addressing

whether Nunies was in fact disabled, the Court considered

whether he was “regarded as” such.

• The Ninth Circuit held that despite the ADAAA’s revised

definition of “regarded as” protections under the ADA, ten

years later many district courts still were mistakenly applying

the old, more restrictive ADA definition. Nunies was not

required to present evidence that his employer believed him to

be “substantially limited” in a major life activity, only that HIE

terminated him “because of” his reported shoulder impairment.

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SUGGESTED TRANSITION TO JOSH

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goulstonstorrs.com

“Regarded as Disabled”

Employment Discrimination Claims Under the ADA

Strafford Webinar

Matt Horvitz

January 22, 2019

Matt Horvitz+1-617-574-4035

[email protected]

Biography

Matt Horvitz is a pragmatic, versatile trial lawyer and

counselor focused on workplace dynamics, complex

employment disputes, and commercial litigation.

Matt represents employers and executives in state and

federal courts and before administrative agencies for the

full range of employment disputes, including requests for

injunctive relief and defending against class and collective

actions. Matt also helps employers with internal policies,

procedures, and compliance with state and federal

regulations.

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Agenda

AGENDA

• Interactive Process

• Best Practices and Training

• Common Traps

• Case Studies

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Reasonable Accommodation Analysis

Duty to engage in an interactive process arises with knowledge of a substantially limiting impairment, through:

▪ Employee Request

▪ Third-Party Request

▪ Employer Notice

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Employee Request

▪ Process usually triggered by employee request.

▪ Employer not required to speculate.

▪ EEOC explains that “[g]enerally, it is the responsibility of the employee to inform the employer that an accommodation is needed.”

▪ Employee must at a minimum request change or adjustment in the workplace and link that request to their disability. Employee must be clear in indicating the need for an accommodation because of a medical condition.

▪ Orally or in writing

▪ EEOC takes the position that requests for accommodation do not need to be in writing, but employer may request that employee provide a written accommodation request.

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Third Party Request

▪ Someone else on behalf of an employee

▪ Orally or in writing

▪ No specific forms or words

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Exception▪ When employer is on notice.

▪ EEOC suggests that accommodation should be provided without employee request if the employer:

▪ Knows that the employee has a disability.

▪ Knows or should know that the employee is experiencing workplace problems because of the disability.

▪ Knows or should know that the disability prevents the employee from requesting a reasonable accommodation.

▪ Examples

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Interactive Process

▪ After accommodation requested, or the need for accommodation is obvious, employer should initiate an interactive process.

▪ Informal discussion between employer and employee.

▪ Discuss limitations created by disability and how best to respond to the need for an accommodation.

▪ Employers may make disability-related medical inquiries or require medical examinations when job-related and consistent with business necessity.

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The Interactive Process

Analyze job functions to establish essential and

nonessential tasks,

Identify the barriers to job performance by consulting

with the employee and learn about precise

limitations, and

Explore types of accommodations that

would be most effective.

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Interactive Process Obligations

▪ Employer: Explore potential accommodations and provide employee with an appropriate reasonable accommodation.

▪ Employee: Provide with enough information about the disability to determine a reasonable accommodation.

▪ Cooperation required; both must participate in good faith.

▪ EEOC clarifies that, if the individual declines offer, employer has have fulfilled the accommodation requirement.

▪ Example: Sloan v. Repacorp, Inc. (S.D. Ohio Feb. 27, 2018).

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Interactive Process

▪ Courts and EEOC rarely focus on whether an employee had a disability.

▪ Start from assumption that the employee has a disability and focus instead on how the employer handled the situation once the disability was made known.

▪ Focus on compliance with affirmative duty to engage in the accommodation dialogue.

▪ Helps employers avoid “acting based upon an anticipated worst case scenario derived from precisely the sort of myth, fear, or stereotype which the ADA is meant to guard against.”

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Best Practices

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Best Practices▪ Train managers and supervisors

▪ First point of contact.

▪ Educate managers and supervisors about what to listen for in meetings with employees, how to identify potential requests for accommodations, and who should be contacted.

▪ Never discuss employees’ medical issues.

▪ Avoid discussing medical conditions in disciplinary or termination meetings, which could lead employee to believe that decision was based on perceptions about the employee’s medical condition.

▪ Provide timely and accurate performance management.

▪ Consistent enforcement of policies, including attendance.

▪ Vigilant for workplace harassment, gossip, and bullying.

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Best Practices

▪ Review and update policies

▪ Maintain accurate and detailed job descriptions

▪ Review recruiting materials, applications, and online job postings.

▪ Engage in the interactive process quickly

▪ Engage in meaningful interaction

▪ Consider alternatives to the proposed accommodation

▪ Document the interactive process

▪ Monitor the situation – “test run”

▪ Remember the FMLA37

Best Practices

Engage legal counsel early.

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Common Traps

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“Regarded As” Claims

▪ How others perceive the individual, and effect of those perceptions on attitudes toward, and assumptions about, the individual's abilities.

▪ Irrelevant whether employer believes employee substantially limited in a major life activity.

▪ Adverse action taken on the basis of an actual or perceived “impairment” is all that is required (discrimination).

▪ Category of protected impairments much broader than those qualifying for reasonable accommodations.

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Record of impairment

▪ Employees with a history of impairment or leave.

▪ Prior addict.

▪ Prior medical procedure.

▪ Prior illness or injury.

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Impairments Implicated

▪ Health conditions that are episodic or in remission.

▪ Examples: cancer, epilepsy, heart attack, stroke, diabetes

▪ Does not include “transitory and minor” impairments

▪ Duration of less than six months

▪ Examples: colds, mild allergies, infected fingers, stomachaches, minor bone fractures

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▪ Failure to Hire

▪ Harassment

▪ Impermissible Medical Inquiry

▪ Watch for assumptions, focus on performance.

▪ Avoid focusing on whether a condition is a disability, but on reasonable accommodations that will allow the employee to perform the job or continue to work.

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Case Studies

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Obesity▪ EEOC guidance: physical characteristics, such as weight, do not

qualify as disabilities unless they are (a) outside of a “normal” range and (b) result from a physiological disorder.

▪ Courts have held that obesity is not a disability.

▪ Employer maintained a policy prohibiting employees with a body mass index (BMI) over 40 from holding safety-sensitive positions.

▪ Believed such individuals had substantially higher risk of developing medical conditions such as sleep apnea, diabetes, or heart disease that “can manifest as a sudden incapacitation or a serious impairment of alertness or cognitive ability.”

▪ Offer of employment for safety sensitive position withdrawn due to 47.5 BMI.

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Obesity

▪ Court denied motion for summary judgment, suggesting liability could attach where employer regarded obese individual as disabled.

▪ Court found that employer did not regard obesity as a disability but was “acting based upon an anticipated worst case scenario derived from precisely the sort of myth, fear, or stereotype which the ADA is meant to guard against.”

▪ Lesson: Caution with any assumptions based on physical appearance.

▪ Shell v. Burlington Northern Santa Fe Railway Co., (N.D. Ill. Mar. 5, 2018)

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Surgeries and Absenteeism

▪ Hospital terminates employee for excessive absenteeism under its attendance policy.

▪ Employee had eight surgeries during last ten years of employment, on FMLA leave.

▪ Supervisor statements:

▪ "You've had a lot of surgeries for one person." (six years before termination)

▪ “Gastric bypass is a very risky surgery." (five years before termination)

▪ "If you didn't have so many surgeries you wouldn't have so much time off – you need to take better care of yourself.” (one year before termination)

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Surgeries and Absenteeism

▪ Court held that statements were remote and isolated, did not support “regarded as” disabled claim.

▪ Statements did not show belief that employee has a physical or mental impairment of a duration longer than six months.

▪ Concerns reflected absenteeism, not perceived disability.

▪ Gecewicz v. Henry Ford Macomb Hospital (6th Cir. June 22, 2012)

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Direct Threat Defense

▪ State trooper alleged he was “regarded as” disabled by his employer, who allegedly thought he had obsessive compulsive disorder and germaphobia.

▪ Claimed involuntary leave, subjected to excessive fitness-for-duty exam, and denied overtime.

▪ Department’s defense was concern for safety of trooper and colleagues based on “bizarre” behavior.

▪ Central question in a “direct threat” defense is whether the individual can safely perform the essential functions of the job.

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▪ Court denied request for trooper’s medical records, whether actually disabled is not relevant to “regarded as” claim.

▪ Actual diagnosis and after-the-fact information irrelevant to behavior defendant observed or defendant’s motivation.

▪ Court held that trooper could be both regarded as disabled and actually disabled.

▪ Butler v. Louisiana Dep’t of Public Safety (M.D. La. 2013).

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Lesson: Before taking action based on a perceived or actual medical condition, engage in the interactive process.

▪ Determine whether there is sufficient objective evidence to justify a medical inquiry.

▪ Speak with employee about your observations (“What’s going on?”).

▪ Before denying accommodation, obtain medical evidence of the employee’s ability, or inability, to do the specific job.

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Questions or Comments?

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